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Diversity in the Workplace

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					Diversity in the
  Workplace




 A Theoretical Perspective
 Examining Workplace Demography
   National Demographics
WASPs-79 to 72%, 2010 to 2050
Latinos-16 to 25%, 100M
African-Americans-to 15%, 61M
Asian-Americans-double to 8%, 33M

   Workplace Demographics
Women to 50% by 2020, 8% of executive positions
African-Americans and Latinos only 5%
Pay gap: women college professors only 75 cents to the $
Gay and lesbian gap-2 out of 5 face harassment
Disabilities gap-78 vs 35%
                   Defining Diversity
   Society for Human Resource Management
    the differences based on ethnicity, gender, age, religion, disability, national
    origin, and sexual orientation, including an infinite range of unique
    characteristics and traits such as the way one communicates, one’s height and
    weight, and speed of learning and comprehension .

   American Institute for Managing Diversity
    any mixture of items characterized by differences and similarities., and it
    must be all-inclusive.

   Marilyn Loden
    The Diversity Wheel

   Anita Rowe/Lee Gardenswartz
    Four Layers of Diversity
               A Framework
        for Understanding Diversity
   Diversity is Expansive but not Unbounded
   Diversity is Fluid and Dynamic
   Diversity is Based on Both Similarities and
    Differences
   Diversity is Rooted in Nonessentialist Thought
   Diversity is Directly Related to How One
    Experiences Work
     Understanding Leadership-Based
      Organizational Paradigms for
           Managing Diversity
   The Resistance Paradigm
    The Rhetoric of Resistance, 1950s and 60s

   The Discrimination-and-Fairness Paradigm
    The Rhetoric of Affirmative Action, 1960s and 70s

   The Access-and-Legitimacy Paradigm
    The Rhetoric of Valuing Diversity, 1980s and 90s

   The Integration-and-Learning Paradigm
    The Rhetoric of Diversity Management and Beyond, present
       Describing the Business Case
               for Diversity
   Cost Savings
    Turnover
    Commitment and absenteeism
    Discrimination lawsuits

   Winning the Competition for Talent

   Driving Business Growth
    Marketplace
    Creativity and Problem-Solving
    Flexibility and Global Relations
      Challenging the Business Case
              for Diversity
Assumptions
   A Diverse Workforce Will Increase Overall
    Productivity
   The Results of Diversity Effects are Easy to Measure
   Diverse Employees Embrace Diversity Initiatives
   Diversity Training Adds Value to the Organization
   Diverse Employees are More Likely to Capitalize on
    Diverse Markets
   The Relationship between White Men and Diversity is
    Clearly Articulated
              Remaining Schedule
   Nov. 9-Theoretical Perspective of Diversity
   Nov. 14-Legal Perspective of Diversity
   Nov. 16-Analyzing Self
   Nov. 19-Understanding Differences
   Nov. 21-Assessing Organizations
   Nov. 26-Case Study
   Nov. 28-Comparative Perspective
   Nov. 30-Global Perspective
   Dec 3-Group Work
   Dec 5 & 7-Group Presentations
   Dec. 10-Final Examinations
   Dec. 12-Class Socials

				
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posted:8/31/2012
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